1. Addressing Microaggressions: Transgressing the Line Between Professional and Social Activism
Karla Scott, Saint Louis University
Victoria DeFrancisco, University of Northern Iowa
Maureen Ebben, University of Southern Maine

2. Workshop Preview Introduction
Who and what experiences are in the room?
Microaggressions: background information.
Microaggressions: scenarios to explore.
Microaggressions: how to communicate?
Sharing resources and wisdom.
Wrap-up

3. Derald Wing Sue on Microaggressions
”Many sociodemographic groups in the U.S. are defined by [perceived attributes such as gender, race, sexual orientation, disability, class, and religion] and are confined to the edge of a system (cultural, social, political, and economic); and may experience exclusion, inequality, and social injustice. When microaggressions make their appearance in interpersonal encounters or environmental symbols, they are reflections of marginality and/or a worldview of inclusion/exclusion, superiority/inferiority, desirability/undesirability, or normality/abnormality” (Derald Wing Sue, 2010, p. 14).

4. Microaggressions
Brief, everyday insults, indignities and demeaning messages sent to people of color, women, LGBTQ persons, people with disabilities, religious minority groups, and more in subtle and not so subtle ways. (Derald Wing Sue, 2010).
The behaviors may not be intentional and include:
Micro insults
Micro assaults (direct racism, sexism…)
Micro invalidations
Paper cut metaphor

5. Who and what experiences are in the room?
Everyone brings resources to this workshop.
Identify our collective identities and experiences.
"Please stand or raise your hand, if . . .”
Group Choice: Can you think of another microaggression you would like to ask others about?
Pair and Share: Share your experiences in a small group or with a partner for 5 minutes.

6. Research on Microaggressions
Derald Wing Sue with Charlayne Hunter-Gault, “How unintentional but insidious bias can be the most harmful” (PBS NewsHour).
talks-with-pbs-about-microaggressions-on-campuses/

7. Examples of Disability-Related Microaggressions
Disbelief/Denial/Ascription of Unintelligence
You have a disability? Really?
You don’t have a disability.
What’s your disability?
Your disability must be mild!
But you look so well/seem so bright!
You don’t look/seem disabled.
Minimization
Everyone has problems.
We all have a learning disability of some kind.
I understand your AD?HD; I have a blind uncle.
I get it; I’m totally OCD about my files!
Whoops, I must be dyslexic! When reversing letters/numbers.
Let me know how I can help, although I obviously can’t be your therapist.
Laziness/Effort Misattribution/Myth of Meritocracy
You just need to try harder
Assumption of Abnormality/Brokenness
Viewing the student’s condition as a challenge to fix/cure yourself, e.g. trying to get a student with OCD to give a high-5. Insisting a student with sensory issues attend the crowded talk/lecture.
Alien in One’s Own Land
The only people who can understand you are trained teachers.
Others/Consider the Context
Commenting on tremors, disability-related behaviors.
Commonplace potentially offensive phrases such as “the blind leading the blind.”
See Sue, 2010, pp

8. Exploring Responses to Microaggressions
Consider these scenarios the university context in your small group.
How best to communicate?
Scenario #1
Scenario #2
Scenario #3
What do you see as the challenges?
How do you handle the situation to create a teachable moment?

9. Sharing ideas and resources
Handout of additional resources.
Shared group wisdom around microaggressions.

10. Thank you for your time and participation.